Video interviews are becoming more commonplace in the workplace. As hiring becomes more global, both for employers and candidates, video interviewing is a way to expedite the interview process. The use of video interviewing is growing.It started with high tech companies, but diverse employers are increasingly aware of the benefits of web based video interviewing. Hiring managers and recruiters can conduct first round interviews more quickly, save on transportation costs,and get the interview process started much faster using video conferencing than they can scheduling in-person interviews.
More and more employers are using web based job video interviews to screen candidates for employment. In some cases,hiring managers will conduct screening interviews via video. In other cases, most of the interview process takes place using video. There is consistency-all candidates are asked the same set of questions.Questions can be specifically tailored for the job the employer is hiring for. Hiring managers have the opportunity to replay, review, and rate the interviews online, so they can compare candidates without having to remember who said what or review their notes. Oracle, for example, uses HireVue's video interviewing technology to interview candidates in locations as diverse as Dublin and Bucharest.
Tips for video interviewing
*Make sure that you send any materials (resume, etc.) that the recruiter needs in advance.
*Arrive early so you have time to get situated.
*Make sure the table is clean and neat. You don't want to distract the interviewer.
*Be aware that the microphone picks up all the noise in the room. Don't tap your pen or shuffle papers.
*Make eye contact. If you don't the camera will be focused on the top of your head.
*Dress professionally. Wear the same interview attire you would for an in-person interview.
*Follow the directions.
It's important to remember that a video interview is a "real" interview, just like when you interview in an office. Your answers will be weighed and selection decisions will be made, just as they would if the interview was in-person. In fact, given that the interview can be scored and reviewed, it can be even more important than a typical first round phone or screening interview.
